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Select a sector to study (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport). You will write an essay on the key challenges in attracting and retaining a workforce in your selected sector. 

Employee Attraction Issues

The management of the human resources within the organization refers to the strategic approaches that are implemented in order to manage the activities of the various workers who have been serving at the various hierarchical levels within the organization. The proper management of the human resources within the organization might help in the matters related to the overall management of the organizational performance as well as the improvement of the competitive advantage within the given industry (Kramar et al., 2011). The department of human resource is employed within the organization in order to assist in the maximization of the employee performance within the company. The department is also known to implement the conditions that are helpful in the matters that are related to serving the various strategic objectives that are set by the concerned employer of the organization. The employers generally face major challenges in the matters that are related to the attraction of the proper potential employees towards the concerned organization. The employers as well as the management of the concerned organization face further challenges in the matters that are related to the management and the retention of the employees of the organization.

The following essay aims to discuss the various challenges that are faced by the companies that have been operating in the retail sector. The following essay opens with the discussion of the various challenges that are faced by the retail industry in the matters related to the attraction of the employees towards the industry and then proceeds with the discussion on the retention of the employees within the industry. The essay further proceeds to put forth certain recommendations that might help in solving the various issues that are faced by the concerned business organization. 

The attraction of the employees within the workforce of the organization refer to the implementation of the various strategies that are needed in the allocation of the various potential employees within the organization (Kramar et al., 2011). This also helps in upholding the concerned business organization to be a potential place of work for the concerned employees of the organization. The attraction of the employees to the concerned organization might help in the matters that have been pertaining to the improvement of the organizational performance. The major element that is affects that organizational performance is the issue of attraction of the potential and related employees to the concerned organization and the industry.

Recruitment Strategies

The concerned employees of the organization serving in the human resources department consider the attraction to be a major challenge. The employee attraction might face several issues like the improper advertisement regarding the job vacancy (Terera & Ngirande, 2014). This leads to the confusion among the potential employees of the organization. This in turn might lead to the decrease in the number of employees who might have served the organization in a beneficial manner. The concerned organization might also face challenges due to the unavailability of the required talent in the given market (Idris, 2014). This might lead to the conditions of unemployment in the given society as well as the concerned organization. the employee attraction within the given industry remains a challenge to the department of the human resources due to their inability to locate the talent that is required and is the most suitable for the concerned business organization in discussion (Anitha, 2016). The multitude of business organizations tend to recruit the talent from the pool of talent within the territorial boundaries wherein the concerned organizations have been operating. This might lead to the conditions wherein the cost of the recruitment of the concerned company might face a huge increase. 


The concerned industry might further face problems in the recruitment of the concerned employees due to the changes faced by the economy of the country. The high cost of living within the given area might also lead to the difficulty in the attraction of the employees of the organization (Bode, Singh & Rogan, 2015). The concerned organization might fail to attract the potential employees of the organization due to various reasons inclusive of the remunerations that are extended to the concerned employees of the organization (Ahammad et al., 2016). The competitor organizations that have been operative in the similar market tend to compete on the various factors like the matters that are related to the implementation of the proper remuneration to the concerned employees of the organization.

The other barriers to the attraction of the potential members of the workforce of an organization refer to the matters that are related to the various legal matters within the given political territories wherein the given organization has been functional. These political factors might include the matters pertaining to the laws of the land regarding the immigration of the concerned employees from the foreign lands to the concerned country (Al-Emadi, Schwabenland & Wei, 2015). These laws might at times be influential in the matters that are related to employment of the various residents of the country who have been belonging to the other nationalities (Prokopowicz & ?muda, 2015). Thus, the attraction of the employees of an organization might be influenced by the various socio-political factors that are active within the given organization in discussion.

Legal and Cultural Barriers

These might include the various factors like the various immigration laws within the country. This might lead to the conditions wherein the concerned employees of the organization might be difficult to attract due to the implementation of the various strategies within the given organization (Choi & Chung, 2017). These recruitment strategies within the given organization includes the various factors like the talent and the competencies within the given organization. the recruitment strategies within the given organization should abide by the various matters that are related to the policies and the regulations within the given country wherein the concerned organization has been featuring (Clarke, 2015). These policies tend to restrict the employment of the potential employees who might belong to separate nationalities or even cultures that are evident within the organization (O'Sullivan, 2015). The difference in the cultures within the workforce of the organization might lead to the clashes among the employees due to the implementation of the differences in the cultural attitudes towards the work designated.

The major issues faced by the company in the retention of the employees of the organization relate to the matters that have been pertaining to the remuneration that is extended towards the concerned employees of the organization (Kramar et al., 2011). The recent trends in the employment of the various members of the organization tend to discuss the various factors that are related to the mobility of the concerned employees of the organization. The recent trends in the employment reveal the fact that the employees of the organization tend to migrate from one organization to the other in search of the several better prospects within the given industry (Shammot, 2014). Thus, the concerned business organization operating all over the global territories might face a number of challenges in the matters that are related to the retention of the employees of the organization.

The most important as well as the most relevant factor of employee retention might refer to the implementation of the proper remuneration schemes within the concerned company. The members of the workforce of the concerned organization might implement the proper remuneration schemes within the organization in order to retain the experienced as well as the influential employees within the organization (Hutchison & Boxall, 2014). The implementation of the proper remuneration within the organization might help in the retention of the employees who had been planning of deserting the organization on the grounds of dissatisfactory remuneration (Hanaysha & Tahir, 2016). The implementation of the proper remuneration schemes as well as the schemes for the proper compensation within the organization might lead to the conditions wherein the employees might be retained within the organization (Stone et al., 2015). The retention of the employees within the organization tend to discuss the various factors like the implementations of the proper remunerations in accordance to the matters that are related to the work that is delivered to the concerned organization. These factors might also include the enlistment of the employee for insurance eligibility, the retirement programs within the benefits that are extended to the employees of the organization. The various leave policies within the organization might also lead to pose challenges within the given organizations (Schlechter, Thompson & Bussin, 2015). The various compensation policies that are implemented within the organization should abide by the various matters that have been pertaining to the policies that have been adopted by the concerned members of the organization. The other factors that might pose to be a problem in the matters that are related to the retention of the employees are the various hygiene factors that are related to the organizational workforce (Maina & Kwasira, 2015). This might lead to the factors within the organization that are related to the prevention of the employee dissatisfaction within the given company.

Employee Retention Issues

The hygiene factors within the organization might include the factors like the work environment within the company, the various policies and the strategies that are adopted by the concerned organization as well as the other matters influencing the physical or the emotional matters within the workforce of the organization. The physical and the emotional stress of the employee might pose to be a huge problem in the retention of the employees of the organization (Huang & Gamble, 2015). The recognition of the employees of the organization might also prove to be a significant issue in the matters related to the retention of the employees of the organization. The companies are often observed to lack the resources to recognize the effort and the services that are extended by the concerned members of the organization in order to deal with the matters that are related to the improvement of the performance of the concerned company (Festing & Schäfer, 2014). This might lead to the conditions wherein the concerned company might face a huge issue in the recognition of the employees who have been posing a retention risk within the company (Angrave et al., 2016). The other issue that is faced by the concerned companies in the retention of the employees relate to the ability of the concerned organization to deal with the development of the employees on a personal basis. The companies might face a risk in the retention of the employees due to the lack of the self-development programs within the policies of the organization. 

The concerned companies might be advised to implement certain measures in order to discuss the various factors that are related to the attraction and the retention of the employees of the organization. The companies might be advised to revise the remuneration packages that they offer in order to deal with the attraction of the employees within the organization. This might also lead to the decrease in the competition in the given market. The competitor organizations that have been operative in the similar market tend to compete on the various factors like the matters that are related to the implementation of the proper remuneration to the concerned employees of the organization. The other barriers to the attraction of the potential members of the workforce of an organization refer to the matters that are related to the various legal matters within the given political territories wherein the given organization has been functional. In order to avoid these barriers, the company might be advised to abide by the governmental regulations as well as consider the expansion in the areas wherein they might recruit the proper employees from the given talent pool.

Remuneration Schemes

The challenges in the retention of the employees might be resolved through the implementation of certain recommended elements within the operations of the company. The members of the workforce of the concerned organization might be retained within the organization through the implementation the proper remuneration schemes within the organization in order to retain the experienced as well as the influential employees within the organization. The implementation of the proper remuneration within the organization might help in the retention of the employees who had been planning of deserting the organization on the grounds of dissatisfactory remuneration. The implementation of the proper remuneration schemes as well as the schemes for the proper compensation within the organization might lead to the conditions wherein the employees might be retained within the organization. The various compensation policies that are implemented within the organization should abide by the various matters that have been pertaining to the policies that have been adopted by the concerned members of the organization. The other factors that might pose to be a problem in the matters that are related to the retention of the employees are the various hygiene factors that are related to the organizational workforce. This might lead to the factors within the organization that are related to the prevention of the employee dissatisfaction within the given company. the concerned organizations might be advised to look into the matters that pertain to the lowering of the stress of the organizational workforce. The concerned organization might need to implement the various strategies that are related to the safeguarding of the environmental issues faced by the employees of the organization as well as the matters that are related to the health of the employees of the organization. The other factors that are related to the matters pertaining to the maintenance of the health of the concerned organizational employees deal with the implementation of the various medical as well psychological benefits within the company. The companies are advised to incorporate the resources to recognize the effort and the services that are extended by the concerned members of the organization in order to deal with the matters that are related to the improvement of the performance of the concerned company. This might lead to the conditions wherein the concerned company might resolve the various issues that it had been facing in the recognition of the implementation of the recognition might also motivate the concerned employees in the retention of the concerned employees of the organization. 

Talent Acquisition


In lieu of the above discussion, it might be pointed out that the attraction and the retention of the employees are crucial to the competitive advantage of the concerned organization in the given market. The attraction of the employees within the workforce of the organization helps in upholding the concerned business organization to be a potential place of work for the concerned employees of the organization. The attraction of the employees to the concerned organization might help in the matters that have been pertaining to the improvement of the organizational performance. The major element that is affects that organizational performance is the issue of attraction of the potential and related employees to the concerned organization and the industry. The recent trends in the employment of the various members of the organization tend to discuss the various factors that are related to the mobility of the concerned employees of the organization. The recent trends in the employment reveal the fact that the employees of the organization tend to migrate from one organization to the other in search of the several better prospects within the given industry. The concerned organization might need to implement the various strategies that are related to the safeguarding of the environmental issues faced by the employees of the organization as well as the matters that are related to the health of the employees of the organization. The concerned companies might be advised to deal with the matters that are related to the attraction as well as the retention of the employees of the organization in order to deal with the improvement of the overall performance of the concerned company. This might help in the recognition of the employees as the true assets of the company. 

References

Ahammad, M. F., Tarba, S. Y., Liu, Y., & Glaister, K. W. (2016). Knowledge transfer and cross-border acquisition performance: The impact of cultural distance and employee retention. International Business Review, 25(1), 66-75.

Al-Emadi, A. A. Q., Schwabenland, C., & Wei, Q. (2015). The vital role of employee retention in human resource management: A literature review. IUP Journal of Organizational Behavior, 14(3), 7.

Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., & Stuart, M. (2016). HR and analytics: why HR is set to fail the big data challenge. Human Resource Management Journal, 26(1), 1-11.

Anitha, J. (2016). Role of Organisational Culture and Employee Commitment in Employee Retention. ASBM Journal of Management, 9(1).

Bode, C., Singh, J., & Rogan, M. (2015). Corporate social initiatives and employee retention. Organization Science, 26(6), 1702-1720.

Choi, Y., & Chung, I. H. (2017). Attraction-selection and socialization of work values: Evidence from longitudinal survey. Public Personnel Management, 46(1), 66-88.

Clarke, M. (2015). To what extent a “bad” job? Employee perceptions of job quality in community aged care. Employee Relations, 37(2), 192-208.

Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 49(2), 262-271.

Hanaysha, J., & Tahir, P. R. (2016). Examining the effects of employee empowerment, teamwork, and employee training on job satisfaction. Procedia-Social and Behavioral Sciences, 219, 272-282.

Huang, Q., & Gamble, J. (2015). Social expectations, gender and job satisfaction: Front?line employees in China's retail sector. Human Resource Management Journal, 25(3), 331-347.

Hutchison, A., & Boxall, P. (2014). The critical challenges facing New Zealand's chief executives: implications for management skills. Asia Pacific Journal of Human Resources, 52(1), 23-41.

Idris, A. (2014). Flexible working as an employee retention strategy in developing countries: Malaysian bank managers speak. Journal of Management Research, 14(2), 71.

Kramer, R., Bartram, T., De Cieri, H., Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Human resource management in Australia-strategy, people, performance. Australia Pt. Ltd, North Ryde, NSW: McGraw Hill.

Maina, D. K., & Kwasira, J. (2015). Role of human resource planning practices on employee performance in county governments in Kenya: a case of Nakuru county. Int J Econ Commer Manage, 3(5), 1569-1580.

O'Sullivan, A. (2015). Pulled from all sides: The sandwich generation at work. Work, 50(3), 491-494.

Prokopowicz, P., & ?muda, G. (2015). Corporate social performance, the meaning of work, and applicant attraction: A cognitive perspective. In New perspectives on corporate social responsibility (pp. 213-228). Springer Gabler, Wiesbaden.

Schlechter, A., Thompson, N. C., & Bussin, M. (2015). Attractiveness of non-financial rewards for prospective knowledge workers: An experimental investigation. Employee Relations, 37(3), 274-295.

Shammot, M. M. (2014). The role of human resources management practices represented by employee's recruitment and training and motivating in realization competitive advantage. The Retail and Marketing Review, 10(2), 18-37.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

Terera, S. R., & Ngirande, H. (2014). The impact of rewards on job satisfaction and employee retention. Mediterranean Journal of Social Sciences, 5(1), 481.

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My Assignment Help. Challenges Of Attracting And Retaining A Workforce In The Retail Sector: An Essay. [Internet]. My Assignment Help. 2019 [cited 15 July 2024]. Available from: https://myassignmenthelp.com/free-samples/hrmt20024-issues-in-employee-attraction.

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